Q81. The purpose of a training needs assessment is to: Answer: a) Identify gaps between desired and actual performance
a) Identify gaps between desired and actual performance
b) Evaluate the effectiveness of training programs
c) Establish performance goals for employees
d) None of the above
Answer
Q82. Which method of off-the-job training provides hands-on experience in a different department or role? Answer: a) Job rotation
a) Job rotation
b) E-learning courses
c) Coaching sessions
d) Mentoring programs
Answer
Q83. Which performance appraisal method requires the rater to maintain a record of critical incidents related to an employee’s performance? Answer: c) Critical incident technique
a) Forced ranking
b) Behaviorally anchored rating scales (BARS)
c) Critical incident technique
d) 360-degree feedback
Answer
Q84. The primary focus of traditional training methods is on: Answer: a) Developing technical skills
a) Developing technical skills
b) Enhancing interpersonal skills
c) Promoting self-directed learning
d) None of the above
Answer
Q85. Which performance appraisal method uses a scale to rate employees on various job-related dimensions? Answer: c) Graphic rating scale
a) Essay appraisal
b) Management by objectives (MBO)
c) Graphic rating scale
d) Balanced scorecard
Answer
Q86. Which of the following is an advantage of off-the-job training? Answer: c) Exposure to a variety of learning experiences
a) Immediate transfer of learning to the job
b) Cost-effective compared to on-the-job training
c) Exposure to a variety of learning experiences
d) None of the above
Answer
Q87. Which performance appraisal method requires the rater to write a detailed narrative describing an employee’s strengths and weaknesses? Answer: c) Essay appraisal
a) Forced ranking
b) Behaviorally anchored rating scales (BARS)
c) Essay appraisal
d) Critical incident technique
Answer
Q88. On-the-job training methods include: Answer: a) Job rotation
a) Job rotation
b) Lecture-based training
c) Simulations and role plays
d) None of the above
Answer
Q89. Which of the following is a modern method of training and development? Answer: d) Self-paced e-learning
a) Classroom training
b) Case study analysis
c) Apprenticeships
d) Self-paced e-learning
Answer
Q90. The performance appraisal process typically involves: Answer: d) All of the above
a) Setting performance standards
b) Collecting performance data
c) Conducting performance interviews
d) All of the above
Answer
Q91. Which performance appraisal method involves rating employees on predetermined performance goals? Answer: c) Management by objectives (MBO)
a) Graphic rating scale
b) Critical incident technique
c) Management by objectives (MBO)
d) Behavioral observation scale (BOS)
Answer
Q92. What is the purpose of off-the-job training? Answer: a) Developing job-specific skills
a) Developing job-specific skills
b) Enhancing employee motivation
c) Building effective teamwork
d) None of the above
Answer
Q93. Which of the following is a disadvantage of off-the-job training? Answer: d) All of the above
a) Limited application to the actual job
b) Lack of interaction with external trainers
c) High costs associated with external training programs
d) All of the above
Answer
Q94. Which performance appraisal method involves ranking employees from highest to lowest based on their performance levels? Answer: b) Forced ranking
a) Graphic rating scale
b) Forced ranking
c) Behaviorally anchored rating scales (BARS)
d) Critical incident technique
Answer
Q95. Which of the following is a method of traditional training and development? Answer: d) Job rotation
a) Mentoring programs
b) Self-paced e-learning
c) Simulations and role plays
d) Job rotation
Answer
Q96. What is the primary purpose of performance appraisal? Answer: b) Evaluating employee performance
a) Identifying training needs
b) Evaluating employee performance
c) Promoting employee engagement
d) None of the above
Answer
Q97. Which off-the-job training method involves one-on-one guidance from an experienced professional? Answer: a) Coaching sessions
a) Coaching sessions
b) Job rotation
c) E-learning courses
d) Workshops and seminars
Answer
Q98. Traditional performance appraisal methods often focus on: Answer: b) Subjective evaluations by supervisors
a) Qualitative assessment of employee performance
b) Subjective evaluations by supervisors
c) Assessing employee potential for promotion
d) None of the above
Answer
Q99. Which method of performance appraisal involves observing and documenting specific employee behaviors? Answer: a) Behaviorally anchored rating scales (BARS)
a) Behaviorally anchored rating scales (BARS)
b) Graphic rating scale
c) Critical incident technique
d) 360-degree feedback
Answer
Q100. The purpose of on-the-job training is to: Answer: c) Provide immediate application of learning
a) Develop transferable skills
b) Enhance teamwork and collaboration
c) Provide immediate application of learning
d) None of the above
Answer
Q101. Which performance appraisal method involves assessing employees’ performance based on specific incidents or examples? Answer: a) Critical incident technique
a) Critical incident technique
b) Forced ranking
c) Essay appraisal
d) Graphic rating scale
Answer
Q102. Which off-the-job training method involves pairing a less experienced employee with a more experienced employee for learning and development? Answer: c) Mentoring programs
a) Coaching sessions
b) Job rotation
c) Mentoring programs
d) Workshops and seminars
Answer
Q103. Traditional training methods often include: Answer: b) Role plays and simulations
a) Self-paced e-learning
b) Role plays and simulations
c) Virtual reality training
d) None of the above
Answer
Q104. What is the primary focus of modern training methods? Answer: c) Developing problem-solving abilities
a) Promoting self-directed learning
b) Enhancing interpersonal skills
c) Developing problem-solving abilities
d) None of the above
Answer
Q105. Which performance appraisal method involves evaluating employees’ performance based on various perspectives, including self-assessment? Answer: c) 360-degree feedback
a) Graphic rating scale
b) Forced ranking
c) 360-degree feedback
d) Management by objectives (MBO)
Answer
Q106. What is job evaluation? Answer: a) A process to determine employee compensation
a) A process to determine employee compensation
b) A method to measure employee performance
c) A system to assign job titles
d) A technique to assess employee morale
Answer
Q107. Which of the following is a component of compensation? Answer: c) Benefits package
a) Job description
b) Performance appraisal
c) Benefits package
d) Recruitment process
Answer
Q108. What is the purpose of designing and administering a wage and salary structure? Answer: d) To ensure fair and equitable compensation
a) To attract potential employees
b) To evaluate job performance
c) To establish employee hierarchy
d) To ensure fair and equitable compensation
Answer
Q109. What is a grievance procedure? Answer: b) A process for handling employee complaints
a) A method for disciplining employees
b) A process for handling employee complaints
c) A system to evaluate job satisfaction
d) A technique for job evaluation
Answer
Q110. Which of the following is an effective way to handle disciplinary issues? Answer: c) Implementing a progressive discipline approach
a) Immediate termination of the employee
b) Publicly shaming the employee
c) Implementing a progressive discipline approach
d) Ignoring the issue and hoping it resolves itself
Answer
Q111. What is attrition? Answer: b) The voluntary or involuntary departure of employees
a) The process of recruiting new employees
b) The voluntary or involuntary departure of employees
c) The promotion of employees within the organization
d) The assessment of employee skills and abilities
Answer
Q112. What is retention in the context of human resources? Answer: c) The ability to retain and keep employees within the organization
a) The process of terminating employees
b) The act of attracting new talent
c) The ability to retain and keep employees within the organization
d) The evaluation of employee job performance
Answer
Q113. Which of the following is a step in the job evaluation process? Answer: c) Analyzing job requirements and responsibilities
a) Conducting employee training programs
b) Establishing employee benefits
c) Analyzing job requirements and responsibilities
d) Conducting performance appraisals
Answer
Q114. Compensation components may include: Answer: c) Performance bonuses
a) Employee recognition programs
b) Workplace safety procedures
c) Performance bonuses
d) Job advertisements
Answer
Q115. What is the purpose of a wage and salary structure? Answer: d) To establish a systematic pay scale for different job positions
a) To assign job titles to employees
b) To provide equal pay to all employees
c) To determine employee benefits
d) To establish a systematic pay scale for different job positions
Answer
Q116. What is the primary objective of a grievance procedure? Answer: c) To provide a fair and structured process for resolving employee complaints
a) To punish employees for misconduct
b) To prevent employee grievances from occurring
c) To provide a fair and structured process for resolving employee complaints
d) To encourage employees to voice their concerns openly
Answer
Q117. How can attrition be managed effectively? Answer: c) By providing opportunities for career development and growth
a) By reducing employee salaries
b) By implementing strict disciplinary actions
c) By providing opportunities for career development and growth
d) By increasing the workload of existing employees
Answer
Q118. What is the purpose of a discipline policy? Answer: b) To establish a code of conduct for employees
a) To reward high-performing employees
b) To establish a code of conduct for employees
c) To provide guidelines for handling employee grievances
d) To determine employee compensation packages
Answer
Q119. Which of the following is a common cause of attrition? Answer: c) Lack of career growth opportunities
a) Competitive employee benefits
b) Recognition and rewards programs
c) Lack of career growth opportunities
d) Effective communication within the organization
Answer
Q120. What is the role of a job evaluation in compensation management? Answer: c) To establish fair and consistent pay levels for different job positions
a) To determine employee workload
b) To assess employee productivity
c) To establish fair and consistent pay levels for different job positions
d) To identify employee training needs
Answer
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